Peer and Group Mentorship

Peer and group mentorships offer unique experiences, career growth, increase employee retention and satisfaction, and increase inclusion in the workplace.

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The execution of new strategies stimulates growth.

Ideas, creative solutions to old problems, and fresh learning all promote the design and development of strategic initiatives. Mentoring is a dynamic way for an institution to promote intelligent stimulation and collaboration internally to generate creative ideas that encourage efficiency and growth. It can also be a powerful tool for addressing workplace diversity.

Mentorship builds a stronger workforce via leadership and learning. 

Mentoring offers a great opportunity for all employees, especially younger, less tenured ones, to learn from experienced senior professionals.  A mentor can offer lessons and insights that might otherwise take years to learn on one’s own.

 

When people are new to the workforce, a fresh perspective can breathe life into their established norms and modes of thinking.  However, this traditional and sometimes rigid mentoring model can often be difficult to navigate. There are alternatives, though: peer-to-peer and group mentoring.

Peer mentoring is a form of mentoring that encourages a give-and-take dynamic, where two at the same or similar lateral level in the organization offer advice and learn from each other.

Group mentoring is a program in which one or several mentors work with a group of mentees.

The Benefits of Peer and Group Mentoring

  • Employee learning transcends to work performance. Studies show individuals learn best when they are supported, stimulated and challenged in both formal provision and workplace development. 

  • Learning confidence increases with peer mentorship due to its stimulation by social relations, power-sharing and trust. 

  • Peer mentoring is a valuable alternative to the more traditional model, especially for younger professionals who may find it difficult to find or connect with a senior mentor.

  • Compared to traditional mentoring, which is typically one-sided, the mutuality of the peer relationship allows one to share strengths with a peer and vice versa. 

  • Group mentoring, as opposed to traditional and individual peer mentoring, is more efficient; it reduces the aggregate time staff remain away from directly productive activities. 

  • Groups have a collaborative thought process. If done correctly, a culture and status quo  that benefits the company and that group members will hold each other accountable to (e.g. timeliness, presentation, attire, attentiveness, passion, aptitude, etc) can develop among the group members.

  • Studies show that peer-to-peer group mentoring has a variety of benefits central to supporting staff as successful workplace community members.

Peer and Group Mentoring Solutions

​The Mentor Method's nextgen mentoring software makes it quick and easy to implement peer, group, and traditional mentoring programs at companies of all sizes.  The following are benefits to our unique offering:

  • Algorithm to match mentors and mentees with one another on an individual basis. The technology can be tailored to groups of individuals using the same criteria.

  • Existing technology to support the program implementation

  • Standard questionnaire for assessing the metrics of the individual or group

  • Examines skills, industry, and chemistry among peers

  • Mentors/mentees share thought processes about personal relationships, fears, etc.

  • An entire existing framework for the implementation of the program from front to back

  • Program duration: 4 months to 12 months

  • A program lead at the company site to provide data tracking the success of engagement

  • Questionnaire analysis at the end of the engagement to get feedback on whether the relationship has been successful